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Comment by Diana Cole:

Name: Bernadette Williams STU65467

Course Code and Name:RES6001D

Supervisor’s Name: Diane Cole

Institutional Affiliation: Arden University



The aim of this research is to come up with the relationship between employee motivation and compensation. The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization’s goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization’s level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization’s success. Financial remuneration practices play a significant role in motivating employees.

According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.

The Federal Reserve System is the United States of America’s central bank. It is responsible for issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following: 

· This assists in meeting rental obligations.

· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.

· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.

The Federal Reserve System (FRS) is in the position of regulating the United States monetary system as well as the financial system. The FRS’s main functions include the banking institutions’ regulation, protecting the consumers’ credit rights, monitoring financial system stability as well as aiding in the provision of financial services to the government of the United States. Therefore, the Federal Reserve System forms one of the major forces in banking and the general economy at large. Notably, Fed equally controls the general money supply in the US economy. Of importance, Fed offers lending services to various financial institutions and as well serves as a lender.

The services of the Federal Reserve System to its personnel set a notable example to other institutions in regard to motivating employees. The benefits such as medical insurance covers are vital to employees in ensuring their good health so that they can perform exceptionally well thus higher production (Novianty & Evita, 2018). Additionally, the Fed governors’ board highly values the diverse backgrounds of employees. Consequently, the Fed relies on networking and teamwork to effectively implement policies alongside practices that are inclusive of all employees and enhance diversity as well as success. Through the provision of equal opportunities to all employees, Fed has managed to foster an inclusive work environment that presents all the employees with an environment that promotes the full use of their talents and related skills.

To maintain a strong workforce, Fed employees indulge in their responsibilities with the fulfillment of their mission as their driving force. Significantly, Federal Reserve System ensures a payment system that is dependable to all the employees. A payment system that is dependable is vital for economic growth and general nation stability. Notably, the involvement of the Fed in the system of payment enhances efficiency in many ways. The Fed has the interest of the public as its motivation for stimulating related improvements in payment efficiency (Coccia & Igor, 2018).

The role of financial incentives in motivating employees should not be under noted. Past research indicates that motivation by incentives can increase the motivation of employees as well as a company’s profit margin (Novianty & Evita, 2018). Usually, when workers go past their normal levels of work, it is prudent to offer them financial incentives that range from bonuses, additional allowances, and many other monetary benefits. Notably, the monetary benefits and allowances aid the employees in compensating for their time of challenging work, dedication as well as efforts. According to research done by authors Novianty and Evita, financial incentives are sure motivators, especially in the workplace. From the two researchers’ studies, it is pointed out that the provision of financial incentives at the workplace fosters a healthy, work environment, positive relationships, as well as outputs of higher quality (Novianty & Evita, 2018).

Additionally, financial incentives such as increases in salaries, allowances, and employee bonuses increase employee morale, function as a sign of appreciation in recognizing the efforts of the employees encourage collaboration among employees, and equally motivate all the employees to work towards achieving the set objectives and company goals. Worth noting, financial incentives for employees may come in the form of profit shares, wage incentives, raises in salaries, benefits of retirement, commissions, bonuses, extra allowances, and referral programs (Landry et al., 2017). In evaluating the implementation of employee financial incentives, there is a need to determine the measure of performance (Novianty & Evita, 2018). Thus, this call s for key the identification of key metrics in relation to progress, achievement as well as improvement. On the same note, a program that is inclusive of all employees has to be developed. The program, therefore, needs to incorporate incentives based on different employment cadres. Significantly, there is a need for organizations to offer incentives on team levels and individual levels. In so doing it will be better award individual and team accomplishments. Consequently, it is important to collaborate effectively with the involved staff as well as the supervisors. Collaboration will provide insights on employee preferences. Comment by Diana Cole: There should have been aim of this research Comment by Diana Cole: In your introductory chapter, you were suppose to have your research aim, research questions at least 2, which you know you will be able to answer within your research, and your research objectives, again these should be identified as to why you are carry out the research.

Research questions

How does compensation impact employee motivation?

Can employee motivation be improved through compensation?

Research objectives

To find out the relationship between employee motivation and compensation? Comment by Diana Cole: Objectives can be introduced as:

To Investigate….

To critically review….

To explore….

To provide recommendation…..

To help leaders in organizations understand the dimensions of compensation and how they can impact motivation?

To come up with a clear explanation of the impact of compensation on employee motivation

Literature Review

Previous research has established that the public sector does not operate in a businesslike manner. This has resulted in subpar performance from its employees, who do not receive the same treatment as those working in a corporate context. With the implementation of management services in the American government’s public sector, it is critical to consider employee motivation via financial incentives (Coccia & Igor, 2018). The government intends to consider pay for performance and compensation in particular. Historically, monetary prizes and incentives were viewed as bribes and unethical. Nevertheless, other scholars have provided explanations for the effect of financial incentives on employee performance. Financial incentives serve as a foundation for the organization’s sustained interaction with its employees.

The authors, Coccia and Igor lay a theoretical framework in an attempt to order the clarification of cadres in rewarding employees. Therefore, their research work lays a solid foundation for developing sophisticated taxonomies and related theories to enhance better management implications. Further, the two authors point out that the sector of public administration has been faced with difficulties concerning reward taxonomy (Coccia & Igor, 2018). Notably, the research out to a gap in the public sector, especially on the criterion of employee reward as well as the taxonomies involved.

In addition, the study of public sector rewards categorizes rewards as measurable and immeasurable rewards. The measurable reward can therefore be defined as elements that are tangible usually measured in monetary form and designed metric systems. According to Coccia and Igor, monetary rewards prove effective only if they are accompanied by better systems of performance appraisal (Coccia & Igor, 2018). However, in the public sector and organizations systems of performance appraisal have proved inadequate and inefficient. Thus, the impact of the financial incentives highly relies on superior performance appraisal systems.

In regard to research done by Coccia, the immeasurable rewards include elements that are intangible for instance professionalism, responsibility, and many more. Additionally, there are the intrinsic as well as the extrinsic rewards. The intrinsic rewards are immeasurable and may involve work satisfaction to employees, recognition, and empowerment (Coccia & Igor, 2018). Ostensibly, the intrinsic reward in most instances enhances the positive involvement of the employees with work. On the other hand, extrinsic rewards consist of tangible elements such as money gifted to employees because of specific accomplishments. Both the intrinsic reward and the extrinsic reward are vital in the motivation of employees. Studies indicate that with gradual development many organizations are in the process of shifting to extrinsic reward, as it is effective and initiative-taking. Additionally, research shows that extrinsic benefits to employees are in most instances incorporated by institutions that are mission oriented (Coccia & Igor, 2018).

From previous research, it has been known that the system of financial incentives to employees is determined by two aspects namely, tangibility and the aspect of formality. The aspect of formality is concerned with the legitimacy of the financial incentives as well as the transparency involved. The second aspect of tangibility determines the physical characteristics of the reward. Significantly, human behavior to a greater extent can be determined by the provision of financial incentives. Employees are more likely to do their best when the workplace puts in place systems of financial incentives as a form of reward. Notably, payments made regarding performance increase individual efforts and overall performance (Coccia & Igor, 2018). Additionally, according to the research conducted by authors Coccia and Igor, Intrinsic reward, which is reward of no monetary form is mainly practiced in the public sector and can only aid in the satisfaction of personal needs in a direct manner for the employees to attain given accomplishments. On the other hand, employees in private sectors are in most cases rewarded with extrinsic rewards, which is tangible elements for instance pay rises and wages.

Consequently, the underlying motive in employee reward whether intrinsic or extrinsic is the aspect of motivation. Notably, the motivation of employees plays a crucial role in elevating employee performance spirits thereby resulting in increased production. Looking into past research, several theories are attributed to employee motivation, for instance, the theory of content. The content theory looks into the needs of the employees as well as their strengths (Coccia & Igor, 2018). On the same note, the theory looks into the. involved processes pursued by the employees to attain the set goals and standards. The content theory, therefore, incorporate famous theories such as Maslow’s model, Clelland’s achievement model as well as Herzberg’s theory.

Research carried out by Mhlanga, clarifies process theory. The theory puts more emphasis on motivation processes such as good and healthy relationships, initiation of behavior, the direction of behavior, and the sustaining of the initiated behavior (Mhlanga, 2018). Some of the models under this theory include the model of expectancy, goal theory, theory of attribution, and equity theory. From the conclusion of the research done by Coccia and Igor, the public sector and the civil servants are more aligned to intrinsic reward as opposed to extrinsic reward. On the contrary, the private sector highly values extrinsic reward.

In hoppers research, the majority of enterprises worldwide have adopted performance-based compensation. This involves monetary compensation based on an employee’s performance. Employees are monetarily rewarded for their accomplishments (Hopper, 2020). Financial incentives are the most fundamental way for employees to feel motivated, as they increase their morale (Coccia & Igor, 2018). Employees feel understood and respected in the workplace when they receive such financial presents and incentives. As a result, employees are more inclined to stay in their current employment, resulting in lower employee turnover.

According to research work done by Lynn DeVito and fellow authors, it is the responsibility of the managers and the leaders of organizations to provide a work environment that motivates the employees. Additionally, the research hints that motivation for employees is a survival necessity in order for organizations to remain competitive in terms of the workforce (De Vito et al., 2018). Similarly, it is important for managers to conduct audits on the related culture of their organization and get to know how the employees feel in regard to certain cultures and practices incorporated in the companies. Nonetheless, motivation gives room for the needs of the employees to be recognized both from an internal perspective as well as the external perspective.

In regard to DeVito’s research integrating motivation, theories would result in an improved motivation theory as well as value and time maximization (De Vito et al., 2018). Notably, the motivation theory may vary from one aspect to another, but the underlying motive remains the same. Taking Maslow’s theory, the needs of the employees are to be looked into first before focusing on more advanced needs. The needs incorporated in Maslow’s theory are the need for a decent salary, employees’ safety that involves insurance as well a work environment that is safe. Lastly, there is the need to belong. It is the role of the managers and the general manager to ensure work practices and cultures that are inclusive to enhance the sense of belonging in employees (De Vito et al., 2018). When the employees have a sense of belonging, this provides a comfortable work environment, and the employees will strive to do their best in relation to performance. Maslow established a hierarchical classification of human needs in 1943. Security, self-actualization, self-esteem, physiological needs, and belongings are the five areas of human wants. According to the professor, a person must first be biologically driven (De Vito et al., 2018). This is to ensure that the mental health and value of the employee are determined. When employees’ physiological needs are met, they become content and work toward achieving their own demands (De Vito et al., 2018). The following step is to address security concerns. This practice is repeated until all needs are met. Maslow asserts that unmotivated employees are less likely to be productive. By addressing their requirements, employees remain motivated and perform better.

According to Herzberg, some employment result in employee satisfaction, whereas others result in employee dissatisfaction (De Vito et al., 2018). According to the scholar, employee motivation results in a sense of accomplishment, responsibility, and promotion opportunities. Herzberg states that some factors in the workplace result in job satisfaction and motivate employees. The theory is considered practical in the workplace. According to the scholar, employees find gratification of higher levels such as recognition, advancement, achievement, and responsibility. He also states that the presence of one set of characteristics in the workplace leads to satisfaction at work. Herzberg disregards the fact that a higher level of satisfaction leads to a low level of dissatisfaction. He however states that both are independent phenomena that are not a continuum. According to the scholar, for employers to attain workplace productivity through enhancing motivation, they should focus on both ends of the equation. As they work on satisfaction, they should also focus on dissatisfaction.

Herzberg’s two-factor theory distinguishes between motivators and hygiene factors. Some of the motivators captioned in this theory include recognition of one’s achievements, opportunities from work, responsibility, and involvement in decision making (Novianty & Evita, 2018). Hygiene factors as recorded by Herzberg include salaries, fringe benefits, good pay, pay raises, and job security. According to the scholar, lack of hygiene factors leads to dissatisfaction of employees hence a lower performance. However, their presence in the workplace does not guarantee satisfaction. Eliminating dissatisfaction in the workplace is halfway to creating a conducive environment (Novianty & Evita, 2018). The other task is to increase satisfaction through motivation.

Articulately, in view of authors De Vito and her peers, managers should recognize the various needs that call for improvement in workplaces. Additionally, factors associated with discouragements and low morale to a greater extent contribute to instability and put employees in s state of jeopardy. De Vito alongside her peers affirms that such events result in employees having emotional distress and demeaning their efforts and, in most instances, prefer to look for other jobs elsewhere (De Vito et al., 2018). However much it may prove easy to get other employees and replace the vacancies, this poses as a barrier to continuity thereby. contributing to instability and discouragements.

The research further details that employee who are unmotivated put little to no effort into their performance avoid the workplace in most instances and are usually willing to leave their working places if granted the opportunity (De Vito et al., 2018). On the other hand, motivated employees put more effort and are creative, and give quality work. The authors equally note that the motivation of employees has been a problem for many managers. Worth noting, from the research work, the authors found out that monetary elements form part of consistent motivation factors for employees. This is because monetary value remains the only process and way to attaining financial stability.

The research work recommends hiring employees on the basis of their motivation factor in regard to the hiring company. In this manner, the employees would be able to identify their fit, whether the intrinsic reward or extrinsic reward. This will help in sieving the employees in accordance with their motivation preferences (De Vito et al., 2018). Further, the researchers recommend that the belonging needs of all the employees need to be addressed in regard to Maslow’s theory. Under this, the employees are to be provided with a suitable work environment as well as enough motivation for quality work.

Consequently, in reference to the research work of Landry and his fellow researchers, they concluded that when employers embrace the aspect of motivation such as bonuses, for employees alongside other financial incentives, it contributes to competency in employees (Landry et al., 2017). When the employees are motivated performance is likely to improve. The research suggests that financial incentives have positive impacts on employees and the general growth and development of workplaces. Often the plans to issue financial incentives are inadequate including the performance measurements, this, therefore, makes it difficult for proper incentive measures. With the appropriate plans, financial incentives would prove more effective. Comment by Diana Cole: In writing your literature review you should have researched on different literatures regarding your research topic area. You exhausted only one sources, and 3 in total. More needed to be done here. Comment by bonnie williams:


The chapter explains the methodologies that the study will adopt for it to be successful. The area under description of the study is covered as well as data collection methods, research designs, and the sources that the data is collected from. The details about the description of the study population are also discussed in the paper as well as the sampling procedure, sample size, and the tools used for data analysis.

Research strategies

A cross-sectional survey will be used in this investigation. This is due to the fact that the research is defined. The research will collect data in both quantitative and qualitative formats. The study will take place at the Federal Reserve System and other important US government agencies. The study will focus on existing employees at large government agencies. They will represent all other government employees. The Federal Reserve Bank, the Department of Defense, the Department of Education, and the Department of Commerce will provide data for this study. As a result, the sample size will be limited to twenty people employed by the United States government. The reason a cross sectional survey was adopted is because the problem was well defined and the aim here is to come up with the relationship between the two variables and that is the incentives and the employee motivation. A cross sectional survey will help the researcher to come up with the root of this problem so that strategies can be created from a point of information. The researcher will be able to approve or disapprove any wrong information given about the topic using the data collected in the survey. Quantitative approach is also used to gather data. Quantitative approach is chosen in this study because it is more statistical than the qualitative method. This is a study that is more concerned with data. The aim is to come up with the impact of the incentives on the performance of the employee and their motivation. Therefore, it is only wise to use a method that is more statistical to understand the relationship between the two variables (Novianty et al.,2018). This information will be collected using different methods that will be discussed later in this paper, but the method of analysis used will be the quantitative method which will give more meaning to the data by statistically analyzing it.

Population and study area

This study will be carried out on the federal reserve system through secondary research. The study mainly targets employees and employers; the study aims at establishing the relationship between the incentives given to the employees and their motivation. Therefore, the researcher will focus their study on the employees and the employers to try and understand the relationship between the two because it is the employers who give the incentives while the employees receive them. The few employees chosen from the federal reserve and the other important agencies in the US will represent all the other employees in different organizations and will help to come up with a conclusion on how the incentives and the employee motivation impact each other (Ritala et al., 2020). The profile of the number of people who were included in the study was described in categories such as their gender, educational level, their income, their qualifications on their jobs, and their work experience. This sample size’s profile will be characterized in terms of age, degree of education, work experience, and attitude toward motivation. The sample technique employed represents 4% of the entire population. This is a good number of representation because it will give a reliable insight on the variables being investigated. Although the variables might have a different impact on different people what majority of people believe in is most likely to be the true answer. Comment by Diana Cole: Are you sure of this? Will you be able to get consent to carry out the research? Did you state it in your ethics?

Secondary data will be collected. Secondary data will be gathered through library resources and surveys completed previously by others. The data collected will be evaluated using a social science-specific statistical software. Comment by Diana Cole: good

This research will take place from March 16th, 2022. The research will be conducted for a period of three months. Therefore, the research will be concluded on June 17th, 2022.

Sampling design and procedure

This research will involve different sampling designs, these sampling designs will be combined to come up with the best results. The probability sampling will involve random selection allowing the researcher to make strong statistical inferences about the whole group. As discussed earlier the only sample that is considered is 4 percent of the whole population. Therefore, using the probability method of sampling allows the researcher to have an easy time when making inferences about the rest of the population. In addition, in this method every member of the sample can be selected. There is no limitation when it comes to the people who can be chosen as the sample. Any employee has the chance to be chosen as well as any employer. This method is also appropriate because the research is quantitative, and this method is perfectly compatible with the quantitate research (Nurlina & Jumady, 2021). The method also produces results that are representative of the whole population that is the main advantage of this method and that is why it is used in this study. Sample random sampling is also used where all the members in the population have an equal chance to being selected. The sampling frame here includes the whole population.

Sampling design

The purposive sampling technique was used to select the respondents of the study. This method involved the selection of a sample with a clear purpose in the mind of the researcher. In this case the purpose of the researcher is to establish the impact of the incentives on the motivation of the employees. Hence the sample selected must be able to give this relationship, the purpose guides the researcher to choose the sample. In addition, the kind of people chosen also is important. For instance, the researcher cannot choose a sample that does not relate with their topic in any given way. In this study therefore the sample chosen is relevant to the topic being investigated. They are employees who receive incentives the employers who give the incentives (Monnot, 2018). This is the perfect sample to collect information about incentives from. The purposive technique also gives the researcher a good base of the sample that should be taken from the population because there is a clear distinction between the sample that is relevant to the topic and that is not. It becomes simple to choose the sample knowing the topic and the purpose the researcher is trying to achieve.

Sample size

This study will use sample sixes between thirty and five hundred people. The sample sizes that are greater than 30 have the tendency to give a normal distribution trend which has the validity for generalization. There are other researchers who have suggested that the minimum of the sample size should be 5 percent of the total population. This increases the chance of representation and gives the researcher better results which are not biased. Having a five percent representation of the population gives more insight on the whole population. The decision arrived at is more inclusive than when the representation is lower than that number. Therefore, in this study the total number of employees in the federal reserves and the other government agencies is determined so as to determine the number of employees which should be selected as the sample. The same procedure is also applied to the employers. The goal is to get a number which is very inclusive, but which is not too huge that it will be difficult to even collect the data from the sample. The population size is a main determinant and once it has been determined it becomes possible to determine the sample size.

Variables and measurement procedures

The data collection methods in this study will include the techniques which are used by the researcher to carefully select the methods for his own study based on the scope, nature, and the objectives of the research. Other factors to be considered is the availability of funds and the time factor. The data collection methods used in this study therefore include questionnaires, the questionnaires are given to the respondents where they are asked to fill anonymously how having incentives impacts their moods. The employers are also given the questionaries’ to explain how they have experienced motivation changes in employees after they have given them incentives. The second data collection method used is the interviews, this is to collect the primary data from the respondent. Interviews are sincerer than the questionnaires. The researcher is able to tell when the respondent is lying. Interviews are also less biased since the researcher gets to ask questions on the issues that they do not understand clearly and therefore doing away with the bias and prejudice. This study will employ both the primary and the secondary data to collect information that is more concrete.

Primary data

This is the data collected from the participants, the employees and the employers from the federal reserve and the other important agencies in the US will be the one providing this data. The researcher will not reveal the main purpose of their questionnaire in the study. Therefore, the participants are asked questions that relate to the topic mixed with other questions that are not relevant to the topic. This increases the chances of the respondents to be more open since they do not know why those questions are being asked. The questions however will be made simple and easy to understand for the respondents. The survey method is also employed in collecting primary data. this is to collect the primary data from the respondent. Interviews are sincerer than the questionnaires. The researcher is able to tell when the respondent is lying. Interviews are also less biased since the researcher gets to ask questions on the issues that they do not understand clearly and therefore doing away with the bias and prejudice. These two methods will enable the researcher to come up with the most accurate and unbiased primary data.

Secondary data

The secondary data will be used to construct the literature review and the information collected from the past research to build on the topic. Different books and scholarly articles published on the topic about incentives and motivation from different libraries are used to come up with the explanation about the two. During the literature review of the secondary data the researcher also tries to come up with the gap that exists and that the researcher should fill. Secondary data is important because it gives the researcher direction to know if the primary data is accurate. The scope of the secondary data is guided by defining a research topic this keeps the researcher vested at the right path and the materials used are relevant to the topic. In addition, the researcher having a goal when reviewing the literature is important. The goal helps the researcher to focus on the important materials that are associated with the topic. It keeps the researcher from looking into materials that do not include the content about the incentives or the motivation of the employees. Then lastly the researcher will design a process of analyzing these materials to come up with the best information needed.

Data processing analysis

The data that is obtained either from secondary sources or the primary sources is summarized, analyzed, and coded using different tools. The statistical package for social science (SPSS) is used. This is a software for analyzing data, the main objective here is to come up with a meaningful data that conclusions can be drawn from. The software will help in making the researchers work easier because it will help in showing patterns and coming up with conclusions about the variables. The software also helps in structuring the unstructured data and giving this data more meaning. The descriptive statistics tools were also used to analyses the specific objectives of the study. The objectives of the study and the goals that the researcher is trying to achieve are already known. Hence the descriptive tools help the researcher to reach these goals with ease by putting data in a way that is more understandable and more sensible for the researcher to draw their desired conclusions. The specific objectives are analyzed using the descriptive tools. The researcher will also make the use of the Chi square for the purposes of testing the hypothesis, to evaluate the relationship between the variables. After data is analyzed, it is represented in form of tables for easy interpretation. Comment by Diana Cole: You will need to discuss the research paradigm, and state which one your research will be.

Research paradigm

The research paradigm adopted in this paper is positivism, this paper investigates the relationship between employee motivation and compensation. These two variables are studied with respect to different institutions and their relationship established.

Reliability and validity of data

A reliable data means that the results yielded are consistent. What was intended to be measured it is measured to the degree it was intended to be measured in, that is what reliability of data means. The researcher used the survey method to test reliability of data collected from respondents. The responses collected from the respondents who indicates a series of attributions when making choices of motivation, it is attributed to a 5-point measure of the Likert-scale. The data is said to be reliable if the results are consistent and they are not confusing.

A valid measure in statistics is one measure of what is supposed to be measured. Validity is getting the results that are supposed to be gotten and those are accurate, and which reflect the concept that is being measured. In this study validity will help the researcher to get the measure of the impact of incentives on motivation. The researcher will test the validity of the questionnaire by making use of the content validity to argue logically about the questionnaire content. This testing aims at showing if the questionnaire is appropriate and complete for further analysis and findings.

Expected results study

The researcher expects to come up with the relationship between the incentives offered to the employees by their employers and how these incentives affect the motivation of these workers. The researcher also hopes to identify in detail how employees appreciate the role of incentives in their jobs. This will help in coming up with compensation plans and determining the best strategies for motivating employees. The employer might use the incentives to motivate employee but without the knowledge of the impact of the incentives on motivation these strategies might not have any impact on the employee motivation. The researcher also aims at understanding the various monetary incentives for the workers that companies can use to motivate their employees. This study is very important for the employers because it can be used to help the employers in developing motivation strategies for employees. The research will determine the attitude of employees towards incentives to determine the importance of incentives in an organization. The types of incentives are also known determined so that if the results find out that there is a positive impact between the incentives and the motivation the leaders in the organization can take advantage and create the best strategies for the employees.


Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. Ali, BJ, & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), 21-30. Comment by Diana Cole: Always provide the links and the date you accessed the resources or the links.

Coccia, M., & Igor, B. (2018). Rewards in public administration: a proposed classification. Journal of Social and Administrative Sciences, 5(2), 68-80.

Hopper, E. (2020). Maslow’s hierarchy of needs explained. ThoughtCo, ThoughtCo, 24.

Landry, A. T., Gagné, M., Forest, J., Guerrero, S., Séguin, M., & Papachristopoulos, K. (2017). The relation between financial incentives, motivation, and performance. Journal of personnel Psychology.

Mhlanga, O. (2018). Factors influencing employee motivation in hotels. African Journal of Hospitality, Tourism and Leisure.

Monnot, M. J. (2018). The effect of incentives on intrinsic motivation and employee attitudes: A multilevel study across nations and cultural clusters. Thunderbird International Business Review, 60(4), 675-689.

Novianty, R. R., & Evita, S. N. (2018). Financial incentives: the impact on employee motivation. Academy of Strategic Management Journal, 17(6), 1-8.

Pang, K., & Lu, C. S. (2018). Organizational motivation, employee job satisfaction and organizational performance: An empirical study of container shipping companies in Taiwan. Maritime Business Review.

Vlaev, I., King, D., Darzi, A., & Dolan, P. (2019). Changing health behaviors using financial incentives: a review from behavioral economics. BMC public health, 19(1), 1-9.

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